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City of Bryan

+Training & Talent Development Program

+ Description

Holistic approach

Unique talents: Education, experience, and background

Focus: future development of each employee’s talents

All employees will complete a certain amount of hours per year

Supervisors/Managers will review an employee’s development progress on annual basis

Both online and onsite courses will be excepted

50% may come from other sources

+Description

Courses need to be approved by employee’s supervisor or manager before completion

Specific topics: required every 2 years Courses are counted towards annual hours of training

Cancellation of course “No Show” Department could be charged proportionate cost

When are they offered?

Issues? Some categories are offered more than others 2 classes a month PD course and Safety and Wellness course (limited)

+Strengths & Weaknesses (Gaps)

Scheduling (Classes offered/ Shift Replacement)

Connection between the Wellness-Talent &Training Dev. Program (Holistic Approach)

Personal Development

Mandatory

Online Courses and Onsite Course (Requirements)

Unfortunate lack of success in Public Works (Each department varies)

Budget limitations Affects training: Varies by department

+Specific Topics:

+Hours Required:

Employees

ManagersTeam Leads Executives

+Individual Development Plan (IDP) Performance evaluation process

Annual Day employee was hired

Designed to define and achieve employee’s goals Questions:

Strengths and weakness? Improvement of current job responsibilities? Professional objectives/ goals? Track training/developmental activities Accomplishments How can manager assist with the employees development

+Online Courses

1. 2 online and 2 onsite courses: Mandatory Non-exempt employees Managers Employee Engagement

Knowdell (1998) : “No matter how sophisticated our communication technology becomes, there is and always will be a strong need for interpersonal relationships in the workplace.”

Scheduling Replacement Policy Employees

Tell me and I may remember, teach me and I may forget, involve me and I will learn. -B.F.

+Integration:    2. Integration:

By integrating the personal development category with safety and wellness category

Budget

Most of the courses in these two areas overlap

Individual Development Plan with the current Training and Talent Development Program. By combining these two areas, we could create an even more efficient career development plan

+Cross Training

-Job Specific Training 

3. Cross Training: Promoting the cross training program internally is an effective way to reduce training costs and reduce certain operational risk for a company/organization.

According to Knowdell (1996), in the exploration phase of the career development process, the organizations should provide the employees with the opportunities to collect enough information and select the field that is the most appropriate for them.

Different departments within a company specialize in varied fields. By encouraging people in one department to train others from different departments, the overall qualities of employees are improved.

Newly trained employees

Courses offered in JST are broad: Organizational Skills/ Problem Solving

+Personal Development Workshop 4. (1) Workshops: Personal Development ( HR )

The City of Bryan could invite guest speakers for managers and employees separately

Online survey of topics

Based on areas that are of interest to employees/managers. 

45mins –I hour (depending on the topics and the activities)

(2) Workshop: Manager takes charge!

Informal

Consists of virtual videos, online programs, guest speaker, or types of program that manager wishes to implement for employees

Topics

20-30 minutes depending on the topic/or idea of presentation. 

+6 month meeting

6 month meeting with manager: in order to measure and develop employees’ individual development plan